Accountancy & Finance Recruitment
We know accountancy & finance recruitment
And understand your pain points...
Sourcing high-quality professionals As the leading accounting and finance recruitment agency, networking is at the heart of our consultants' work, giving us access to a talent pool of passive and active professionals for when your vacancy arises.
As part of your recruitment drive we’ll advertise your vacancy as widely as possible to attract candidates to the role, as well as approach professionals with the right skills, knowledge and experience who are not actively seeking a new role. We screen the applications on your behalf, and only put forward the most suitable professionals for your consideration.
Negating counteroffers There’s nothing worse than going through a thorough process and pinpointing the perfect new recruit, only for them to accept another offer. This is regular challenge in accountancy and finance, with professionals in high demand. They will often have several offers at any one time, as well as being counter offered by their current employer.
Our experienced consultants always highlight the prospect of counteroffers throughout the engagement process with both you and your prospective employee. We will guide you on the correct package required to secure the ideal person for the role, while also highlighting to applicants the benefits of your vacancy.
Candidates only seeking remote working All applicants that we consider for your roles are fully vetted and undergo an interview process with your Reed specialist consultant. At this stage, we confer with you on any pre-screening questions you require, whether that be about their remote working expectations or whether working on weekends is required.
This helps us ensure all applicants are assessed to your specification before we recommend them for interviews. It also provides transparency between us and the professionals we are speaking to, so no problems arise further along in the process.
Understanding your requirements Our expert consultants are exactly that: consultants. Using a consultative approach, they apply their extensive experience in the sector to understand the nature of your vacancy and ensure they source candidates whose personality, knowledge and skills fit the role.
Your recruiter will communicate with you throughout the process highlighting their progress, and relaying key information to help you select the perfect new employee.
Supporting your recruitment process We manage the entire recruitment process, from the opening of a vacancy through to onboarding your new team member. Our consultants will be in regular communication with you and your prospective employees from beginning to end.
Your consultant will be fully aware of candidates’ thought processes throughout the hiring cycle, ensuring we know about other applications they have made and how this may impact your vacancy. Our consultants will provide interview preparation for you before any scheduled meetings, as well as offering interview support as and when you require it.
Our accountancy & finance specialists
Inna Georgieva
Executive Consultant Reed Malta
Inna currently oversees our Accountancy and Finance division in Malta, where she assists qualified accountancy professionals in landing their next employment opportunities, all whilst delivering excellent services to her clients seeking to recruit talent to their accountancy departments.
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What's happening...
2 mins read
Reed’s Malta salary guide 2024
Download our 2024 Malta salary guide to explore the latest salary and benefits across six sectors for businesses and professionals in the country. Our comprehensive guide delivers key wage information and recruitment trends.
Reed’s 2024 Malta salary guide gives you an extensive view of salaries, on a wide variety of roles, from entry-level to senior positions, across six sectors: accountancy & finance, business support, financial services, human resources, sales & marketing, and technology.
Based on salaries you can expect today, use this guide to benchmark the pay you offer your employees as well as compare your own salary to the market rate.
Our country expert provides an overview of the market, with Reed’s practice experts delving into the subindustry job landscapes, so you can keep up to date with the latest industry trends and developments and better prepare for the year ahead.
To further inform our salary guide, we surveyed a portion of Maltese workers at the end of 2023. You can read the full highlights in the ‘Our survey says’ section of the guide.
Some key findings from our research include:
62% of people are currently looking for, or considering looking for, a new job.
Of these, 40% say this is either due to their salary or benefits package not being sufficient.
Just over a quarter (27%) of professionals feel unhappy with their current salary.
The most desired benefits are an annual salary increment (60%), health insurance (56%), flexi time (56%), and a performance bonus (55%).
"As Malta maintains its position as a thriving hub in the Mediterranean, its labour market reflects a dynamic landscape shaped by both local and global trends. By embracing innovation, investing in skills development, and prioritising fair and competitive compensation packages, Malta can continue to flourish as a vibrant centre of talent and opportunity.
Why download Reed’s Malta salary guide?
Want to know what you could, or should, be earning in 2024? See how salaries compare in your sector this year, and gain insight into the jobs market and the key skills employers are looking for.
Our 2024 Malta salary guide offers unparalleled insight into the jobs market, with reliable salary data across six sectors to help you benchmark salaries and discover the key trends influencing your sector.
Discover what really matters to your employees in 2024. Our survey reveals the key perks that appeal to employees, helping you tailor your benefits packages accordingly.
Is the salary you’re paying competitive, or has it fallen behind the times? Are you earning the same as your peers? Our 2024 Malta salary guide is an indispensable tool for understanding where to rebalance the scales, covering salary and benefits across six sectors.
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6 mins read
Redundancy letter templates & examples
Making redundancies is never a pleasant experience, but it’s sometimes unavoidable and employers need to ensure they navigate the process with sensitivity and professionalism, and adhere to the law, or they may face employment tribunals and unfair dismissal claims.
A redundancy letter is a written communication from an employer to an employee that informs them of their job loss due to a reduction in the workforce. To help employers manage this process and ensure they provide employees with clear and concise information, we have compiled a selection of adaptable redundancy letter templates for the various stages of the redundancy procedure.
When would you need to write a redundancy letter?
Employers may have to write redundancy letters in the following circumstances:
Economic downturns
During a time of economic decline or recession, businesses may experience a reduction in revenue, leading to reduced demand for their products or services. In such circumstances, businesses may look to reduce their workforce to cut costs.
Restructuring
Companies may need to restructure their operations, departments, or teams due to changes in the market, mergers and acquisitions, or changes in leadership, which could lead to redundancies.
Technological advancements
With advancements in technology, businesses may require less manual labour, leading to a reduction in the workforce. Employers may have to make employees redundant where their jobs have been automated or outsourced.
What is the difference between voluntary and compulsory redundancy?
Voluntary redundancy is when an employer offers an employee the option to leave their job in exchange for a financial package, which could include a lump sum payment, extended notice period, and other benefits. Employees who accept voluntary redundancy do so voluntarily, and their decision is not influenced by their employer.
In contrast, compulsory redundancy is when an employer selects an employee to leave their job due to a reduction in the workforce, restructuring, or other reasons. Employees who are made redundant involuntarily do not have a choice in the matter and may be entitled to statutory redundancy pay and other benefits.
What are the stages of a redundancy process?
The redundancy process can be broken down into stages and logical steps that employers can follow. The stages are: preparation, selection, individual consultations, notice of redundancy, appeals (if applicable), and termination.
Stage one: Preparation
During the preparation stage, you will assess whether redundancy is the only option and is completely necessary before beginning the process. If you are concerned with your employee’s performance or behaviour, then you should go down the disciplinary route instead.
Redundancy is a type of dismissal where the employee’s job is no longer required. Ensure that you have covered all alternative options and if you have concluded that redundancy is essential, establish a time frame and prepare the relevant documentation.
Stage two: Selection
At this stage, you will be selecting the people who are under consideration for redundancy. You’ll need to determine the criteria for selecting those employees which should be objective and fair across the workforce.
Additionally, now is the time to inform employees of the upcoming redundancies. This should also include those who are not under consideration. You should explain that there is the risk of redundancy, the reason why it’s necessary, roughly how many redundancies you're considering, and what will happen next.
Stage three: Individual consultations
The consultations stage is a hugely important part of the redundancy process, and it’s essential that employers look at this as an open discussion with the employee, rather than using this time to just inform them of their potential redundancy.
You should explain why they have been selected and discuss alternative employment in the company. Employees will have the chance to make suggestions as to how the business can retain them and these suggestions should be considered fairly, or the employer may face unfair dismissal claims.
Note: there are legal time frames regarding consultations, so make sure you adhere to these.
Stage four: Notice of redundancy
Once you have finished consulting with everyone and made your decision, you should meet with each at-risk employee to discuss the outcome. Ideally, do this face to face, but if this is not possible, organise a phone call.
Those who have been selected for redundancy should also receive confirmation in writing, by letter or email. We have included a redundancy notice letter template for your ease.
Stage five: Appeals
If an employee feels they have been unfairly chosen for redundancy or if they think there were discriminatory issues in the process, it is essential to offer them the opportunity to appeal within a reasonable time frame after they have received their redundancy notice. This could be, for instance, five days. The employee should submit their reasons for appeal in writing. Once you receive an appeal, you should arrange a meeting with the employee as soon as possible.
If it becomes clear that the employee was selected unfairly but you still need to make the role redundant, you must manage the situation with great care. This could mean ending the employment of another employee who was informed their job was secure. It is important to communicate clearly and openly with your staff, rectify any issues with the process, and ensure a fair selection procedure is carried out. If serious problems are identified, you may need to repeat the entire redundancy process.
If you decide to reject the appeal, the employee's redundancy dismissal, notice, and pay will continue as before.
Stage six: Termination
This is the final stage of the redundancy process where the employment contract is terminated. During this stage, you should be supportive and give your employee reasonable time to find another job while they work their notice period.
All employees who have been with the company for more than two years qualify for a statutory redundancy payment. Provide the employees with a written record of how the statutory redundancy payment has been calculated and what they will receive.
What should be included in a redundancy letter?
The redundancy letter to the employee should clearly state the reasons for the employment termination and the terms of their departure. Here are some key pieces of information that should be included in a redundancy letter:
Reason for redundancy: The letter should clearly state the reasons for the redundancy, such as economic downturn, restructuring, or technological advancements.
Selection criteria: Employers should explain the selection criteria used to determine which employees are being made redundant. This could include factors such as length of service, skills and qualifications, and job performance.
Notice period: Employers should provide details of the employee's notice period, including the start and end dates, as well as any entitlements to pay in lieu of notice.
Redundancy pay: The letter should provide information on the employee's entitlement to statutory redundancy pay, as well as any additional redundancy pay provided by the employer.
Benefits: Employers should explain what happens to the employee's benefits, such as healthcare, pension, and life insurance, after they leave.
Support: Employers should offer support to the employee during this difficult time, including assistance with finding new employment opportunities and access to training programmes.
To help you navigate this challenging process, we have put together a selection of redundancy letter templates that can be used at various stages throughout the process. These include:
Redundancy consultation letter
Redundancy consultation outcome letter
Invitation to redundancy outcome meeting letter
Notice of redundancy letter
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1 mins read
Interview question generator - New Reed AI tool
Why should recruiters and hiring managers use our tool?
Well-crafted interview questions are essential for determining an interviewee's skills, experience, and fit for the role.
If you are looking for good interview questions for recruiters or managers, our interview question generator is your go-to resource for fast, comprehensive interview question generation, providing you with a wide range of relevant and effective questions to choose from.
Our tool uses advanced AI algorithms to generate a list of interview questions to ask candidates that are tailored to the specific requirements of the role and your company. Using the tool ensures that the questions you ask at an interview are relevant, effective, and comprehensive, allowing you to gain a deeper understanding of each interviewee’s strengths and weaknesses. Our interview question generator will save you time and effort, while ensuring that you are asking the right questions to identify the best candidates for your open positions.
Tailoring questions to your industry and role
Our interview question generator will craft a set of interview questions to suit any role, in any sector, across a range of seniority levels, from entry level to c-suite.
Helping recruiters and managers craft better interview questions
By highlighting your top-three most sought-after soft skills, this AI-powered interview question generator will align with your hiring needs, helping you uncover the best talent to help your team thrive.
Helping hiring managers save time
What used to take hours of searching the internet for the best interview questions, will take you no more than five minutes.